PART 1: CASE STUDY FOR QUESTIONS 1 THROUGH 3: TruTech Productions is a 34-year o
ID: 348316 • Letter: P
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PART 1: CASE STUDY FOR QUESTIONS 1 THROUGH 3: TruTech Productions is a 34-year old organization that manufactures special order microchips and other highly specialized high tech component parts. Their clients comprise of big organizations worldwide and the government. The corporate office is based in Hawaii with manufacturing plants in seven other cities in Europe and Asia. Due to its highly specialized product, the sales and rketing team are of unique skills. Since the use of high technology is now widespread, prices of high-tech products have declined and had adjusted to its true market value. This affected all areas, including those pieces produced by TruTech. Although sales remain high in numbers, profits continued to decline as TruTech is forced to reduce its prices to align with the market. The CEO and the executive team, with the approval of the board of directors, have decided that it is time to expand their market base and plan on a new business strategy - they wish to utilize the company's core competencies in producing high tech component pieces on a mass produced quantity instead of the old strategy of producing highly specialized component pieces for a few big clientele. This plan would mean a significant expansion in the production area with a new and different breed of workers, including supervisors trained to handle productivity levels on a mass production scale without compromising quality of the non- specialized computers parts There will be an additional 500 production workers with 20 supervisors in this new division. The new strategy may also require re-training of the company's existing workforce. There could be some transfers and promotions to the new division in order to staff this area with employees who already know the company. These promotions must only include the best performers to qualify. To make employees excited about this new division and desire to be selected for promotion, compensation and incentives must be desirable and achievable. 10 Points MINIMUM 300 WORDS Based on the same Tru Tech case, develop a training program for the existing production workforce (not new ones) to align their skills with the new strategy by doing the following A. List 5 SPECIFIC training objectives for the existing production workers with minimum 30 words for each B. List 5 SPECIFIC training delivery style (and identify whether it is informational or experiential method) for EACH of the training objectives you outlined. Your training method MUST SPECIFY THE TRAINING OBJECTIVE YOU ARE TRYING TO ACCOMPLISH OR YOU WILL NOT RECEIVE ANY CREDIT C. Identify how you would measure the success of each training delivery using any of the 5 criteria for measuring effectiveness and explain why you use that measurement with minimum 10 words for each Organize your answers to all 3 questions using this outline below-this is for illustration only. You may answer in essay form. TRAINING OBJECTIVES For Existing (Old) Production Workers min 40 words for each experiential?) TRAINING DELIVERY-MEASUREMENT (Informational or explain your answers min 10 words for each 2 4Explanation / Answer
a. Five specific training objectives for existing production workers are:
1. To upgrade the proficiency of current production workers for mass production. Proficiency required for mass production is different from proficiency when production is limited (as was the case earlier with TruTech).
2. To ensure that the production workers are able to maintain quality standards while shifting to production of non-specialized parts.
3. To ensure that the current production workers learn new systems and procedures that are suitable for mass production that it is now adopting.
4. To enhance and sharpen job related skills of the production workers as well as the supervisors. Supervisors will have to develop as well as enhance their ability to handle productivity levels on a mass production scale.
5. To ensure that the production workers are able to handle materials, machines and equipments efficiently in the new production scheme of mass production.
B. Training delivery:
1. For the first training objective mentioned above (i.e. to upgrade the proficiency of current production workers for mass production) the training delivery would be informational. This is because the production workers should be aware of the different systems and processes of mass production before actual production begins.
2. For the second training objective mentioned above (i.e. to ensure that the production workers are able to maintain quality standards) the training delivery would be experiential. This is because the workers will be better able to understand and incorporate new standards through use of equipment simulators, sensitivity training etc.
3. For the third training objective mentioned above (i.e. to ensure that the current production workers learn new systems and procedures) the training delivery should be informational. They should be provided with programmed instructions with regards to the new procedures that will be implemented.
4. For the fourth training objective mentioned above (i.e. to enhance and sharpen job related skills of the production workers) the training delivery would be experiential. This is because on the job training will best enable production workers to better apply their skills.
5. For the fifth training objective mentioned above (i.e. to ensure that the production workers are able to handle materials) the training delivery should be informational. Workers should be properly instructed, through lectures and audio visual modules, how to handle materials, machines and equipments efficiently in the new production scheme of mass production.
C. 1. For the first training objective mentioned above (i.e. to upgrade the proficiency of current production workers for mass production) the criteria for measuring the effectiveness would be ‘learning’. The criteria will help in determining the acquisition of knowledge and skills and up gradation of proficiency levels.
2. For the second training objective mentioned above (i.e. to ensure that the production workers are able to maintain quality standards) the criteria would be ‘results’. The criteria will help in determining the results towards quality that has been achieved post training.
3. For the third training objective mentioned above (i.e. to ensure that the current production workers learn new systems and procedures) the criteria would be ‘learning’. The criteria will help in determining the extent to which workers have learned skills for the new system.
4. For the fourth training objective mentioned above (i.e. to enhance and sharpen job related skills of the production workers) the criteria would be ‘behavior’. The criteria will help in determining if there is an improvement in the behavior of employees on the job after the training.
5. For the fifth training objective mentioned above (i.e. to ensure that the production workers are able to handle materials) the criteria would be ‘results’. The criteria will help in determining the results towards effective handling of materials post the training.
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